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Mettl Personality Inventory - Psychometric test for Pre Employment

Used for recruitment and selection

Mettl Personality Inventory- Interview Guide is an off-the-shelf solution that gives hiring managers an access to the Mettl Personality Inventory to structure their interviews, and make a hiring decision using a combination of the assessment and interview results. It is designed for use in:

Key Profiles to use this test for:

Undergraduates and graduates of other disciplines for business analyst and other entry level roles

Entry to mid level managers for various roles

Test Details

Number of items

80

Test duration

20 minutes

Language

English

NOTE: If required, the test can be provided in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

Report

Questions and follow-up probes are provided across the general competencies based on Mettl Personality Inventory.For each competency, 2 interview questions, followed by relevant probing questions (different for all the proficiency levels) are generated.An attached User Guide provides advice on best interview practice.

Test Description

The Mettl Personality Inventory was developed in context of the Five Factor Model. The FFM (Five Factor Model) specifies that people can be described based on their standing on the five broad personality traits. Mettl scientists went beyond the well-established model of the broad “Big Five” personality factors, and developed 26 ‘scales’ or narrower facet-like constructs, which form the building blocks of our assessment.

The “Big Five” personality traits, as they’ve come to be known, have shown to predict important job-related outcomes such as job performance, a person’s potential for burnout, their trainability and subsequent job satisfaction. These five factors are:

Extraversion (outgoing/energetic vs. solitary/reserved),

Openness to experience (inventive/curious vs. consistent/cautious),

Emotional stability (secure/confident vs. sensitive/nervous),

Agreeableness (friendly/compassionate vs. cold/unkind), and

Conscientiousness (efficient/organized vs. easy-going/careless)

Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

How do we determine the thresholds for the proficiency levels for a norm group?

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.